Factors That Influence the Recruitment and Retention of Nurses in Public Health Agencies

Abstract

Some factors that influence nurses to begin and remain working in local governmental public health agencies, such as flexible schedules and employee autonomy, are factors that governmental public health agencies can design into positions and highlight when recruiting from health care organizations, private industry, and academia.

Nurses’ needs for care robots in integrated nursing care services

“…This circumstance bred large numbers of inactive Registered Nurses. In addition to the insufficient pay of nurses (Yeatts et al., ), inflexibility of work schedule and lack of autonomy/employee empowerment (Yeager & Wisniewski, ) had negative effects on improving staffing levels. Low numbers of nurses adversely affect patient outcomes and the quality of care and increase the workload of nurses (Brannon, ; Norrish & Rundall, ; Byeon, ).…”

“The Hardest Job You Will Ever Love”: Nurse Recruitment, Retention, and Turnover in the Nurse-Family Partnership Program in British Columbia, Canada

“…Although there is ample literature related to the human resources issues of turnover and retention in acute and long-term care health settings, little is known about these issues within community-based public health departments, including those that offer nurse home visitation programs (10,15). Given increased demand for such nurses in the current and planned shifts to population health and primary health care and the ongoing context of nursing shortages, retention and turnover issues will become increasingly challenging for leadership and public health managers (11). Public health nurses in Canada are baccalaureate degree prepared and vital in promoting, protecting, and preserving health for individuals, families, communities, and populations (2,24,25).…”

“…Canadian registered nurses employed in community-based public health positions, there has been a lack of corresponding attention to public health nursing retention research (7). The need to recruit and retain nurses is also of considerable importance to this sector of the health system (11). The aim of this study was to explore and describe nurses' perceptions about factors that contribute to the recruitment, retention, and turnover of public health nurses delivering a nurse-home visitation program, Nurse-Family Partnership ® (NFP), in British Columbia, Canada.…”

“…From our analysis, considering fit when recruiting for NFP could help identify nurses that understand public health, home-visitation, and working with families living in complex situations of disadvantage. Recruitment research in healthcare primarily focuses on broad strategies to encourage practitioners into the field to address shortages(11,26,(58)(59)(60). Less is known about recruiting for fit within nursing.…”

Editorial: Improving Care and Outcome through NMAHP Research-Focused Clinical Academic Roles –An International Perspective

“…Recruitment and retention of high-quality staff is a global issue (Kelly & Fowler, 2019;O'Brien & Ackroyd, 2012;Yeager & Wisniewski, 2017). There are emerging links between workforce satisfaction, role autonomy, and retention of high-quality staff (Bakker et al, 2010;Bartram et al, 2004;Cameron et al, 2004;Hayne et al, 2009).…”